Succession Planning Process Template
Succession Planning Process (continued)
Step 1: Link
Strategic and
Workforce Planning
Decisions
This step involves:
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Identifying the long-term vision and direction
Analyzing future requirements for products and services
Using data already collected
Connecting succession planning to the values of the
organization
Connecting succession planning to the needs and interests of
senior leaders.
Step 2: Analyze
Gaps
This step involves:
Identifying core competencies and technical competency
requirements
Determining current supply and anticipated demand
Determining talents needed for the long term
Identifying “real” continuity issues
Developing a business plan based on long-term talent needs,
not on position replacement.
Step 3: Identify
Talent Pools
This step involves:
Using pools of candidates vs. development of positions
Identifying talent with critical competencies from multiple
levels—early in careers and often
Assessing competency and skill levels of current workforce,
using assessment instrument(s)
Using 360° feedback for development purposes
Analyzing external sources of talent.
September 2005 3
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